Hiring advice for employers
Practical guidance on writing clear requirements, reading CVs fairly, and hiring faster without sorting through a stack.
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How to manage hiring across the US, UK and EU
A recruiter guide to multi-country hiring: what differs between the US, UK and EU, a process that works across borders, data transfers and local advice.
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How to close a candidate: an honest offer conversation
How hiring managers can make an honest offer call: prepare, follow a script, handle concerns, discuss pay, set a timeline and avoid pressure tactics.
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How to make a hiring decision when the team disagrees
Interviewers disagree about a candidate? Put evidence first, use tie-break rules, record dissent, and make the call with a clear, fair process.
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How to check references as a hiring manager: questions that work
A question bank for reference checks: what to ask, how to score answers, how to spot weak references, and how to keep the process fair and private.
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How to compare candidates with different backgrounds
Compare candidates fairly with an evidence matrix: map each background to the same requirements, weight them, avoid anchoring, and record the decision.
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Career gaps, job hopping and short stints: how to read them fairly
Is job hopping a red flag? How hiring managers can read career gaps and short stints fairly: questions to ask, rules to follow and examples.
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What to do when no one applies: a checklist for slow hiring
Not getting applicants? Diagnose the ad, pay, location, channels and process with this checklist, then fix the biggest problem first and measure again.
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How to hire for culture without hiring clones
Hire for values, not sameness. Define culture as behaviours, ask fair questions, score them, and avoid the bias hidden inside the phrase culture fit.
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How to handle a counter-offer from a candidate’s employer
A candidate says their employer made a counter-offer. What do you do? Ask early, respond calmly, avoid pressure, set walk-away rules and keep a backup.
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How to keep your best candidate warm while you decide
How to keep a strong candidate interested while you decide: set expectations, update on a rhythm, use message templates and be honest about limits.